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All Journal GANEC SWARA Jurnal Inovasi Penelitian
ZULKARNAEN ZULKARNAEN
STIE AMM Mataram
Agriculture, Biological Sciences & Forestry Humanities Education Engineering Law, Crime, Criminology & Criminal Justice Social Sciences

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KONSEP PENGEMBANGAN KAWASAN EKONOMI KHUSUS (KEK) MANDALIKA BERORIENTASI KESEJAHTERAAN MASYARAKAT LOKAL ZULKARNAEN ZULKARNAEN; MUHAMAD SAYUTI; FAIZATUL FAJARIAH
GANEC SWARA Vol 16, No 1 (2022): Maret 2022
Publisher : Universitas Mahasaraswati K. Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35327/gara.v16i1.274

Abstract

This study aims to find the empowerment carried out by ITDC management and the Central Lombok Regency Government at every stage of the existence of the KEK Mandalika. This research is very important so that all developments carried out, including the existence of KEKs provide benefits for the welfare of the community in a sustainable manner. The existence of the KEK Mandalika as a tourism zone is absolutely oriented to the economic development of local communities, increasing local values and culture, minimizing the negative impacts of exploitation and social. The research was designed with qualitative research. Community respondents in five affected villages, including village officials. The findings obtained are that ITDC management provides broad opportunities for the community to be involved in development projects, according to the skills they have, but the facts of the willingness and skills possessed are minimal. Empowerment policies to take advantage of the operational stage by local communities, both from the government and ITDC management are still minimal. The role of the government is to use all lines of service and agencies owned to formulate community empowerment policies in realizing adequate awareness and skills, so as to benefit from the existence of the KEK Mandalika. This condition will create a mutually beneficial relationship between the community, ITDC management and the government, where community welfare can be realized, increasing community values and culture will support the existence of the KEK Mandalika. The government and ITDC management must avoid charity policies, but focus on increasing knowledge, awareness and skills in accordance with the existence of international standard KEK Mandalika tourist destinations.
ANALISIS EFEKTIVITAS GAYA KEPEMIMPINAN (Studi pada Kantor Camat Ampenan) Nizar Hamdi; Zulkarnaen Zulkarnaen
Jurnal Inovasi Penelitian Vol 1 No 8: Januari 2021
Publisher : Sekolah Tinggi Pariwisata Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47492/jip.v1i8.319

Abstract

This study is a descriptive study thataims to determine the leadership styleand also to examine the effectiveness of leadership styles adoptedby leaders at the Head Office Ampenan Mataram.This study used qualitative analysis to determine employee responses to the style or level of leadership styles used by leaders (sub-district) as well as adjustments to the style of leadership in order to examine the effectiveness of the leadership (Head). To help analyze the data used method Adaptibility Leader and Style Inventory (Lasi). Based onthe results of data analysis and discussion of research resultsobtained have been described as follows: 1).Leaders use leadership styles (Head) is a style of consultation and included in thestyle of the second (G2) selected by the employee by the number of 11 respondentsor by a percentage rate of 64.70%. 2). Consultation style has a positive influence onthe maturity level of an employee or employees by thenumber of employees who choose this style showed positive effectiveness of aotal of 11 or 64.70% to the level of effectiveness of thescore +1 to +11, meaning that leadership style is in accordancewithmaturity level employees or employees who are included in thelowcategory(M2) and effective. 3). Consultation style and includesthesecond force level(G2) is to provide direct behavior, because they are able to provide behavioralsupport to strengthen the capacity and astyleappropriate for individuals employed on a maturity level like thisbecause almost all directions is still low to moderate (M2) ispeople who are unable but willing to take responsibility and have confidence but lackthe skills.
PENGARUH KEPUASAN KERJA KARYAWAN DAN IKLIM ORGANISASI TERHADAP KOMITMEN KARYAWAN PADA DINAS PEKERJAAN UMUM KABUPATEN LOMBOK TIMUR Zulkarnaen Zulkarnaen; Nizar Hamdi
Jurnal Inovasi Penelitian Vol 3 No 10: Maret 2023
Publisher : Sekolah Tinggi Pariwisata Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47492/jip.v3i10.2506

Abstract

This study aims to determine the effect of job satisfaction (X1) and organizational climate (X2) both jointly and individually on employee work commitment (Y) at the East Lombok District Public Works Office and also to determine the independent variables more dominant influence between job satisfaction (X1) and organizational climate (X2) on employee work commitment (Y) at the East Lombok District Public Works Office. This type of research is associative because it analyzes the influence relationship between the independent variable and the dependent variable. The number of samples used in this study were 66 employees. While the data collection tool used a questionnaire and the data analysis tool used multiple regression tests with a hypothesis test tool using the F test, t test and β test. Based on the results of the F test (together) the variable job satisfaction (X1) and organizational climate variables together have a significant effect on the variable employee work commitment. This is evidenced by the significance value of F of 0.041 which is smaller than the research significance (Sig.a) = 0.050 (5%). Based on the results of the t test (partial or individually) the variable of job satisfaction (X1) has a significant effect on the variable of employee work commitment. This is evidenced from the results of the significance of the t test of Sig.t = 0.017 < Sig.a = 0.050. Based on the results of the t test (partial or individually) organizational climate variables individually have a significant effect on the employee work commitment variable. This is evidenced by the results of the significance of the t test of Sig.t 0.020 < Sig.a = 0.050. Based on the results of multiple regression, it can be seen that the variable that has the largest beta standard (β coefficient) is job satisfaction, namely with the coefficient β1 = 0.495 compared to the β value of the organizational climate variable, namely β2 = 0.416. Shows that the independent variable that has a dominant influence is Job Satisfaction.
Co-Authors FAIZATUL FAJARIAH MUHAMAD SAYUTI Nizar Hamdi